Recruiting Coordinator

I would start by making the content for a page on the company website that reaches out by advertising our open positions. I would make sure the page gave clear details as to the requirements to apply for the position as well as a description of what would be involved in the job. I would extend the search by emailing potential sources of candidates, such as college professors who could reach out to students and alumni. I would show up at job fairs to talk to people in person and see who is interested. The interview questions would be focused on identifying which candidates are the most knowledgeable about this company’s industry, and also to identify their primary strengths and weaknesses.

Following are certain measure to promote congenial industrial relations:

☛ i.) Personnel policies acceptable to all – These should be formulated in conjunction with representatives of employees, clearly stated and uniformly implemented across the organization.

☛ ii.) Will to sincerely implement the agreements reached together by the management and unions

☛ iii.) Participation of worker’s in managerial decisions

☛ iv.) Mutual trust and respect within employees and employers

☛ v.) Compromising attitude

☛ vi.) Strong and stable unions

☛ vii.) Government’s role as a peacemaker when the employees and employers are not able to solve the issues themselves

Collective bargaining means a process of negotiations between employers and a group of employees. The purpose is to reach an agreement to regulate the working conditions.

The collective bargaining mainly comprises of 4 types of activities:

Distributive bargaining – Also termed as conjunctive bargaining, this form of bargaining aims at re-distribution of benefits between the management and the group of workers. In this form of bargaining, one group gains while the other looses something.

Integrative bargaining – Also termed as co-operative bargaining, this form of bargaining is for overall improvement in the working of the organization. No party looses here, so, the level of co-operation is more.

Attitudinal restructuring – This type of bargaining mainly aims at developing a change in the attitude of the management and the employees. The purpose is to reduce the bitterness and develop a congenial atmosphere.

Intra-organizational bargaining – This kind of bargaining aims at achieving the consensus within the trade union and management group.

Pluralism perspective views the organization being made up of two groups – Management and trade unions. Both of them are considered strong.

☛ It sees the conflicts over distribution of profits as normal and unavoidable.

☛ It believes that the role of management is more of persuading and co-ordinating

☛ Conflict is not viewed as a bad thing and is dealt with through collective bargaining

☛ Trade unions are viewed as legitimate representatives of employees.

The basic implications of this approach are:

☛ Union recognition is encouraged.

☛ Calls for an independent external arbitrator for resolution of conflicts.

☛ It calls for collective agreements to be negotiated with the trade unions

☛ Calls for appointment of IR specialists to advise managers in staffing and matters related to trade unions.

☛ How would you organize a recruitment event for our company?

☛ When is the recruitment for a position complete?

☛ If the hiring team isn’t satisfied with the candidate shortlist you provided, what would you do next?

☛ There’s an opening for a role you haven’t heard of before. How do you prepare the job description?

☛ What’s your preferred sourcing method?

☛ What tools for tracking and following up with candidates have you used?

☛ Have you ever used social media to attract candidates?

☛ Which type of interview is more effective for a salesperson and what type is more effective for a web developer?

☛ What type of assessment tools (e.g. skills assessments and psychometric tests) are you familiar with?

☛ How do you evaluate your recruitment methods?

☛ Describe your most difficult assignment so far. How did you handle it?

☛ What’s your biggest achievement?

☛ Have you ever failed to complete the hiring process on time? What happened and what did you learn from that experience?

Importance of collective bargaining to employees:

☛ It increases the strength of employees as a group.

☛ It helps in boosting their self respect and level of motivation

☛ It increases their sense of responsibility

☛ It helps in reaching a quick and fair settlement for employee’s issues.

Importance of collective bargaining to employers:

☛ It’s easier for management to deal with group issues rather than individual issues

☛ It leads to an increase in the level of trust among employees and employers benefiting the overall business

☛ Reduces absenteeism and labour turnover which increase productivity and reduces the cost and wastage

☛ It helps in settling the issues at an initial level before they turn into disputes

Some of the central trade unions in India are:

☛ i.) AITUC - All India Trade Union Congress

☛ ii.) BMS - Bhartiya Mazdoor Sangh

☛ iii.) CITU - Centre of Indian Trade Unions

☛ iv.) HMKP - Hind Mazdoor Kisan Panchayat

☛ v.) HMS - Hind Mazdoor Sabha

☛ vi.) IFFTU - Indian Federation of Free Trade Unions

☛ vii.) INTUC - Indian National Trade Union Congress

☛ viii.) NFITU - National Front of Indian Trade Unions

☛ ix.) NLO - National Labour Organization

☛ x.) TUCC - Trade Unions Co-ordination Centre

☛ xi.) UTUC - United Trade Union Congress

☛ xii.) UTUC - LS - United Trade Union Congress - Lenin Sarani